Six Disciplines Research Report

5. People Around Me Are Enthused About Their Work

Shower someone with benefits but stick them with apathetic co-workers and they will quit. Or worse, stay and stop caring. People what to be on a team that cares about their work and pulls together.

Six-step model for better engagement.

Individual Plan

Know What is Important.

Individual engagement starts with knowing what you are, and are not, responsible for. Everyone should have a plan they ‘own.’

Makes ongoing responsibilities clear (‘big rocks’)

Links those responsibilities to the organization’s purpose

Identify projects for improving results

Holds employees accountable for professional growth

Weekly Self Check-In

Realign Around What’s Important.

This what Steven Covey called the putting in the ‘big rocks’ first. (the bucket representing limited time, and the big rocks being what’s important and the pebbles being distractions that come at you every day)

Doing this well requires:

Knowing what the ‘big rocks’ are (priorities from your plan)

Clarifying status of each plan item identifying problems early

Identify next action steps so others know what’s coming

Say no to the urgent but unimportant stuff

Weekly Team Check-In

Pull as a Team.

Important work usually requires people to cooperate. The Team Check-in process helps:

1:1 Check-in (Quarterly)

Coach not Command.

Set your managers up to build strong, growth-oriented relationships with every worker. Learn from the past quarter and prepare for the next.

Compare past plan to and what actually happened

Focus on the real objective of helping the individual to grow

Balance individual performance with overall team performance

Provide perspective the individual may not see

Consider progress on self-development plan

Stakeholder Check-in

Get Stakeholder Feedback for Every Worker.

High quality performance reviews start collecting the right information. Stakeholder Check-in’s help workers see their real contributions and envision their own potential.

This step provides the leader and worker with:

A review of quarterly check-in conversations and results

Multi-rater feedback from the employees stakeholders

A peer assessment of leadership aptitude

Time savings that can be invested in thinking about the future

Annual Check-In

Take the Long View.

Even with quarterly check-ins, an annual check-in provides an opportunity to engage employees at a more strategic level. Weekly meetings and quarterly check-ins tend to be focused on short-term issues. An annual meeting provides an opportunity to step back from the detail and help workers think about their future.

Typical objectives:

Clear review of what happened last year (20%)

Understanding of areas of aptitude and strength (40%)

Opportunities for long-term development (40%)

Learn how Six Disciplines can help you connect your people to purpose in their work.

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